Employee Benefit Advisors has an article on their blog that gives HR professionals good ideas for what to look for when evaluating Employee Assistance Programs (EAPs).
Based on my experience, here are a few things I would add to their suggestions:
- An EAP should be there for the HR professional as well as employees in need. Can you call your EAP, reach a qualified counselor and obtain advice on a workplace situation or issue? Don’t wait for a crisis to find out. Call them and see what happens. Can you get through to a real person who is qualified to help you as an HR professional?
- Are there multiple ways for employees to connect with the EAP such as phone, email, text and/or an app? It should be as convenient as possible for employees.
- Does the EAP provide quality workshops for employees?
- Is the EAP responsive in a crisis? Don’t take their word for it. Check references. You don’t want to find out the answer to this question the hard way.
- To what extent is the EAP willing to partner with you to raise awareness of the importance of good mental health in your workplace?
Here’s a link to the Employee Benefit Advisors blog post: What Makes a Great EAP